2007 Interactive Registration Document - Renault

Efforts continued in 2007 to extend the BPU to other countries (Romania
in particular), and to expand the services available to employees and
managers through Self Service/Manager Self Service. These services
included implementation of the organization chart, as well as personal data
sheets, a workforce management chart and a section on the HR function
(employees).
At end-2007, the BPU was in use in 129 Group companies (compared
with 143 in 2006 following the reorganization of Renault Retail Group,
formerly REAGROUP) in 22 countries (France, Spain, Belgium, Switzerland,
Italy, Brazil, UK, Slovakia, Austria, Netherlands, Poland, Czech Republic,
Germany, Portugal, Croatia, Slovenia, Argentina, Chile, Hungary, Korea,
Romania, Serbia). It thus totals several thousand users and almost
100,000 employees managed.
3.1.2.8 THE ALLIANCE WITH NISSAN
The Alliance HR FTT (Functional Task Team) is made up of HR representatives
from Renault and Nissan. Its role is to support the Alliance’s drive for improved
effi ciency by conducting a series of benchmarks to identify the best practices
in both groups and pursue the actions launched in the areas of targeted
recruitment, staff exchanges, intercultural training and satisfaction surveys.
3.1.3 SHARING GROUP VALUES ✦
Renault has become a global and multicultural company. It is therefore essential
to promote and share the Group’s values, which are factors of cohesion and
solidarity. These values, such as the Declaration of Employees’ Fundamental
Rights, are based on global rules and principles such as diversity, nondiscrimination,
the implementation of social dialogue at all levels of the company
and a continuous focus on conditions in the workplace.
3.1.3.1 DECLARATION OF EMPLOYEES’
FUNDAMENTAL RIGHTS ✦
For Renault, a sense of social responsibility is key to its long-term success.
It is therefore natural for the Group to make social responsibility one of the
values applied at all its sites worldwide.
To this end, the Renault group Declaration of Employees’ Fundamental Rights
was signed on October 12, 2004 by Renault, the International Metalworkers’
Federation, the Renault group Works Council (CGR), and the trade union
organizations that signed the agreement of April 4, 2003 relating to the GWC
(FGTB, CFDT, CFTC, CGT, CCOO, CSC, FO, UGT, CFE-CGC). This declaration is
based on International Labor Organization standards and on the human rights
set out in the Global Compact created by the United Nations, and adopted by
Renault on July 26, 2001.
✦ Global Reporting Initiative (GRI) Directives
SUSTAINABLE DEVELOPMENT 03
EMPLOYEE-RELATIONS PERFORMANCE
Renault and Nissan developed a number of staff exchanges to optimize the
operation of the Alliance. These exchanges still exist but they now focus more on
staff with particularly strong potential or on business line experts. The objectives
are fourfold:
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take advantage of the Alliance to train future managers with a strong
international culture;
develop expertise;
provide a fast response to the demands of local markets;
build on shared knowledge and expertise in key areas (logistics, etc.).
At end-2007, 44 Nissan employees had joined the various entities of Renault
and 72 Renault employees had joined Nissan’s business units in regions
including Japan, North America, Europe, Mexico and Thailand, making a total
of 116 people.
Staff transfers are set to become more frequent in the future to keep pace with
the expanding international coverage of the two groups and also to pursue
increased synergies.
At the same time, Renault and Nissan regularly assess employee perceptions
of the Alliance. Several surveys have already been conducted in this area in
a number of countries. The surveys canvass the opinions of several thousand
employees, selected at random.
The Declaration concerns all Renault group employees worldwide. Suppliers
to the Group are also involved.
As part of this Declaration Renault has committed “to respecting company
employees worldwide and helping them prosper, fostering freedom, ensuring the
full transparency of information, applying the principle of fairness and complying
with the Renault Code of Good Conduct”. The Code of Good Conduct was
modifi ed in 2007 to include a new function, “Compliance”, and a warning
system aimed at preventing ethical risk.
The Declaration implements global rules and principles, including Renault’s
commitment in the fi elds of health, safety and working conditions, and the
refusal to use child labor and forced labor. The commitment made by suppliers
in this area will be a criterion of selection. The Declaration also restates the
Group’s commitment to equal opportunities at work, the right to training for
employees, and fair remuneration. ✦
Signatories conducted a second review of application on June 25, 2007.
This was an opportunity to evaluate the action taken, the standards applicable
in all countries and the synergies developed within the Group and extended
to suppliers.
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Registration Document Renault 2007 89